Seconded Time off Sample Clauses

Seconded Time off. This Section applies to the core Council and those schools/academies that have contributed to the ‘budget pool’ for seconded time off. It is expected that some union officials will have a significant role in collective negotiation, consultation and employee representation that can best be managed through secondment to union duties on a seconded basis (i.e. a fixed, weekly allocation of time off). Where a Union wishes a representative to have seconded time off the appropriate full time officer of the trade union will send a written request to the Deputy Director HR and Corporate Support. The Deputy Director HR and Corporate Support will consider the request in consultation with the relevant Head of Service/Head Teacher and confirm whether time off will be granted on a seconded basis. Seconded time off will only be considered: • for officers who are employees of the core Council or a School/Academy that has contributed to central funds for seconded time off; • for officers who are recognised representatives under Section 3.1 of this Agreement; • on a part-time basis – i.e. secondment on union duties will not normally be approved for all of the employees contracted hours (this is at the discretion of the Deputy Director HR and Corporate Support); • where the union has at least 50 members who are employees of the Council and Schools/Academies that have contributed to central funds for seconded time off; • where sufficient funding is available. The salary costs for trade union officials granted seconded time off will be funded from the trade union duties budget managed by the Deputy Director HR and Corporate Support. Schools/Academies may contribute to this budget on a voluntary basis, committing for a two year period. Where a school does not contribute to the trade union duties budget, representatives granted seconded time off may not use their allocation of seconded time off to undertake trade union duties at or on behalf of that school. The amount of seconded time off each union may be granted will be dependant upon the funds available and proportionate to trade union membership across corporate departments and contributing schools/academies. Should the trade union duties budget be reduced or increased (e.g. through variations in the number of schools participating) the amount of seconded time off will be reduced or increased accordingly. In the event that a trade union official granted seconded time off regularly fails to attend meetings or engage with mana...
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Related to Seconded Time off

  • Paid Time Off (PTO) Executive shall earn and accrue paid-time-off covering vacation and sick time benefits at the rate of twenty (20) days per year for employment periods of up to five years of service. The PTO accrual rate shall automatically increase by five (5) additional days for each additional 5 years of service up to maximum of thirty (30) days per year after 10 years of service. For example, after five years of service, the annual PTO accrual rate shall increase to twenty-five (25) days. Unused PTO shall carry over to the next year, but Executive shall cease accruing further PTO at any time Executive has accrued two times his annual accrual rate. Unused PTO days which are not in excess of two-times the annual accrual rate shall be paid in a cash lump sum payment promptly after Executive’s termination of employment.

  • Paid Time Off The Executive shall be entitled to take paid time off in accordance with the Company’s applicable paid time off policy for executives, as may be in effect from time to time.

  • Unpaid Time Off All accruals must be exhausted prior to taking unpaid time off (unless eligible for EIT access).

  • Prime Time Vacation Period Subject to the provisions of this article, it is the intent of the parties that no employee will be restricted in the time of year they choose to take their vacation. The Employer will make every effort to allow employees to take their vacation during the period of April 15th to October 15th inclusive, which will be defined as the prime time vacation period.

  • Part-Time Employees (a) A part-time employee is an employee who is engaged to work less than an average of 38 ordinary hours per week and whose hours of work are reasonably predictable.

  • Travel time allowance All employees shall be paid an allowance (See Appendix A) for each day on which they present themselves for work. The allowance shall also be paid for rostered days off.

  • Regular Part-Time Employees A regular part-time employee is one who works less than full-time on a regularly scheduled basis. Regular part-time employees accumulate seniority on an hourly basis and are entitled to all benefits outlined in this Collective Agreement. Regular part-time employees shall receive the same perquisites, on a proportionate basis, as granted regular full-time employees.

  • Vacation Buy Back Employees shall have the option of requesting pay in lieu of time off up to a maximum of 144 hours of vacation time each year, during each year of the contract in increments of eight (8) hrs. Such requests are subject to the approval of the department head and the availability of funds.

  • Time Off The company recognises that sufficient time off to attend to personal matters and for recreation are important to the employee’s wellbeing, job satisfaction and overall productivity. Accordingly, time off may be taken with the consent of the Company, which shall not be unreasonably withheld. In considering the approval to have time off, the Parties will have regard to the current works programme and the urgency of the reason for time off. In the event that time off is to be taken, it will be the employee’s obligation to advise the Company in advance or as soon as practicable on the day of absence, recognising that unplanned absences can cause costly disruption to programmed works and are a major source of annoyance for the company, other employees and clients. The object of offering flexible working hours is that in return employees will take very seriously their obligation to turn up when they are expected. In view of the disruption caused by unplanned and or notified absenteeism, repeated failure to observe the protocol for time off would constitute misconduct.

  • Vacation Leave Maximum Employees may accumulate maximum vacation leave balances not to exceed two hundred and forty (240) hours. However, there are two (2) exceptions that allow vacation leave to accumulate above the maximum:

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